BUS 680 Case Analysis: Addressing Training Gaps and Improving Backhoe Operation Efficiency

A case study on training gaps and operational efficiency.

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BUS 680Case Analysis: Addressing Training Gaps and Improving BackhoeOperation EfficiencyBUS 680Week 4Jim’s Case AnalysisDate:1.What are the potential costs to this lack or training? Why do you think the companyoperated in this manner?There are many possible costs to this lack of training. First of all, there's the cost of broker waterlines as well as the cost of phone lines. Secondly, there's the cost of resources and time{required} to go into the hole and repair the utility lines. Thirdly, there's the cost of lack ofmorale in the workers linked to repairing broker lines. Fourth, there's the cost of discontentmentin the operators themselves and the operator leaving the job. Lastly, there's the cost of having thework done inefficiently. All these costs amount to a big problem when on the job site. Theworkers feel beaten and feel like they must do double the work due to theone worker not doingtheir job in an efficient way. This can lead to actually losing the excellent workers and keepingthe bad workers. In this instance it's not regarding a bad worker but instead a badly trainedworker. The organization must have taken the time to train the worker correctly particularly on{this sort of} risky item of equipment.The organization worked in this way since they thought that the tractor and the backhoewerecompletely foolproof. Additionally, the organization thought that the operators might know thecareer by learning from mistakes. This was clearly a wrong stance because the workers wereclearly making errors and the organization only cussed at him and continued his way. The truththat the worker {required to} search for guidance was a significant issue. The company oradministrator must have been the person to contact him and to assist him when he required it.The organization felt that the time saved not having the workers through training was the best

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